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Hands on experience with security tools such as Qualys, Nessus, SonarQube, Veracode, Burp Suite, Nexpose, Snort, or MetasploitExperience with cloud platforms (e.g., AWS, Azure, GCP) and containerization technologies (e.g., Docker, Kubernetes.
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Azure Data Engineering or Databricks Certification, and expertise with other cloud data platforms (AWS, Snowflake) preferred. - Lead the design and implementation of complex cloud solutions using Microsoft Azure, focusing on integration with Databricks and Azure Data Factory.
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Extron Tripp-Lite APC Avixa CCT CWS CWT Fortinet NSE I-II Microsoft Fundamentals AWS Cloud Practitioner. Install network switches and UPSs in floor racks and access points (APs) on walls and ceilings.
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Cloud sysadmin operating skill (e.g., Azure, AWS) Server operating systems (e.g., Windows, Linux). Proven experience and proficiency with below compute technologies and related activities: Technology solutions: Dell and HPE server Cisco UCS VMWare vCenter Products Nutanix HPE Storage (MSA, Nimble) Storage Cashing Technology (Nasuni, Talon, Pandora) Object Storage (EMC ECS, Azure, AWS) Archive product (Komprise, HubStore, Enterprise Vault) Backup Product (Veeam, Networker, DataDomain, Avamar, NetBackup, Commvault) Server sysadmin or similar role with in-depth hardware knowledge.
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On Location is the world-leader in premium sports and entertainment experiences, and you will be marketing the largest events in the world including: Super Bowl, Olympics, NCAA, PGA, Masters, Nascar, Barret Jackson, UFC, WWE and more.
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3+ years of experience with Cloud based technologies – Databricks, S3, Azure Blob Storage, Notebooks, AWS EMR, Athena, Glue etc. Hands-on work experience with Elastic Stack (Elastic, Logstash, Kibana) and Graph Databases (neo4j, Neptune etc.
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Senior Network Developer (Hyperscale Network Design)Location: United StatesVisa / work permit sponsorship is not available for this positionSupports the design, deployment, and operations of a large-scale global Oracle cloud computing environment (Oracle Cloud Infrastructure - OCI.
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Location: Austin Type: Direct Hire Job #18702 Salary: $110,000 USD ONSITE: Hybrid Schedule Tuesd – Thursday in office Our client’s marketing team is looking for an Email Marketing Specialist to execute and maintain the email communication customer journey to their customers on the Salesforce Marketing Cloud platform.
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Manage architectural standards for the AWS cloud-based UT Data Hub and Integration Hub. Ensure data management processes meet compliance, quality, and efficiency standards. Strong expertise in AWS cloud services and solutions (e.g., S3, Glue, AWS Data Pipeline.
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2+ years of hands-on experience in SAP S/4 HANA FICO. , Partnership with next gen technology providers like BluePrism, Automation anywhere; as well as companies like Syniti, Signavio and Qualtrics and of course, across SAP technologies and products like S/4HANA, Cloud & Technology ECC, SuccessFactors, BTP, Signavio, CX and Digital Commerce and Analytics.
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Authoring and maintaining IaC with Terraform and using IaC to deploy resources in AWS, Azure, GCP, or any other public cloud providers; As a Senior Site Reliability Engineer at Circle, you will design, build, and maintain Circle’s infrastructure estate to meet the growing worldwide customer base on public cloud providers across multiple regions.
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Hands on strong Java frontend and backend programming, J2EE, hands-on experience with Spring Framework, Spring Boot, Spring MVC, RDMS databases like (Oracle, PostgreSQL, SQL Server), File systems, Designing Large scale Applications and AWS.
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Minimum Requirements Must possess and maintain an active TS/SCI and be willing to obtain Polygraph Government Security clearance 6+ years distributed service engineering experience in a software development environment, preferably on cloud-based platforms like AWS, GCP, Azure, OCI, etc.
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Eagle Eye Networks is leveraging artificial intelligence on its true cloud platform to dramatically reshape the video surveillance and security industry. Tens of thousands of companies in more than 90 countries around the globe have moved their video surveillance to the cloud with Eagle Eye VMS. Customers, including multi-family residences, smart cities, schools, hospitals, hotels, logistics, restaurants, and retail shops trust Eagle Eye for actionable business intelligence and proactive security across multiple locations.
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Nice to Have: Jenkins or TeamCity experience AWS experience Unreal Gauntlet Automation Framework experience Snowflake experience Compensation Range, Currency USD: Starting Pay Range: $129,200 Pay Range End: $215,520 In compliance with local law, we are disclosing the compensation range for this role.
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hands on aws cloud jobs Title: developer in Austin, NY, Nebraska
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.